THE IMPACT OF WORK ENVIRONMENT ON EMPLOYEE PRODUCTIVITY

CHAPTER ONE
INTRODUCTION

BACKGROUND OF THE STUDY: According to Brem (2013), it's stated that for the last 250 years, employee productivity is known to have played a big role in the development of nations. This author believes that firms can hardly prosper or overcome the challenges in the international context, without any Employee productivity and can hardly enjoy the huge benefits it comes with. Ferraro (2016) explains that `the world has become a global village, there is instant information flow unlike in the past, both local and international firms are facing a lot of challenges due to stiff competition and rapid changing technology, employees are reliably informed of their rights; all those conditions the firm have to swiftly adapt if they are to remain relevant at both national and international market or else they fall out of the race. Bluma (2013) states that the working environment of an industrial setting was popularized in the German mining in 1900 by the hygiene movement which assessed the bodies of miners to find out the status of their work environment before the enforcement of the medical regulation of the mining workplace. The same author, quotes Lescohier (1923) who stated that the alarming working environment instigated several studies to be conducted to establish the reasons for low productivity and the resultant effects on the firms. Hasun (2005) adds that historically, the field of working environment especially industrial workplaces is a worldwide established subject some researchers termed as the ancient field of historical science whose investigation has been ongoing since the 1960s and 1979s. The same author further states that from the 1990s to date, the issue of work environment has changed due to the transformation in social environment, information technology, and that there are more flexible ways of organizing work process. In order to swiftly adjust to the volatile work environment, the United States of America had to devise ways to adjust to the changing environment to counteract competition, retain its competent human resources, embrace new technology and increase employee productivity. The government endorsed to enhance salaries, double fringe benefits, and improve the working environment which greatly improved the welfare of the workforce and as a result, there was increased productivity (US department of labour2001). Raymond (2016) reported that there was a public outcry worldwide about alarming labor practices and undesirable working conditions in developing countries like Asian factories. This was also attested by the International Labor Organization who reported that nearly 9.5 million people work in “slave-like conditions” in Asia (ILO, 2005a). The examples cited included poor practices like wages below living wages, excessive hours and days worked per week, discrimination, verbal and physical abuse, suppression of trade unions, and preventable disasters that resulted in death. The Statistics that were presented on the World Day for safety and health at work on 28th April 2016 indicated that 2.3 million deaths were registered to have occurred per year because of due to occupational accidents or work-related diseases, more than 317 million accidents occur on the job annually, many of these results in extended absences from work (ILO, 2016). Africa like many other countries in the world, have experienced great advancements in technology and digital innovations which have transformed working environment patterns, attained great economic opportunities but at the same time faced with challenges of economic and social inequalities and job insecurities (ILO, 2001). The same author explains that manufacturing companies are facing significant changes in work organization and labour relations; they are under greater pressure to meet the demands of modern working life; greater improvement in information technology have enhanced information flow to instant communication, and employees are aware of what happens in other organizations. Semujju (2006) reported that Uganda’s manufacturing companies have the worst working environment for workers. It was also reported that most workers in Uganda are underpaid and work under poor conditions, and workers’ rights are not recognized. It was also indicated that the government had a shortage of government oversight of labor practices in Uganda in that there were only 44 Labor inspectors for all the 112 districts; and that most employers do not give employees written contracts of employment, resulting in a lack of job security and union representation (Danish Trade Union Council for Internation Development Cooperation, 2014). The Auditor General’s also reported that much as Uganda’s economy has registered a number of achievements, the most sensitive the Occupational Safety and Health (OSH) policy, have not been adequately enforced by the responsible government ministries and that it’s worse at the private sector. Further reported that there is persistent exposure to unhealthy working environments, faulty plants, and equipment, dangerous civil works and constructions leading which has long term negative effects to the employees and their families like fatal clonic diseases, disability and that surprisingly some employees lack awareness concerning their rights to a healthy and safe working environment (Office of Auditor General, 2016).

  1.2 STATEMENT OF PROBLEMS
The productivity by members of staff of any organization is very necessary to maintain. It’s against this background therefore that a number of environmental factors that likely have been causing the decline in worker productivity are been critically examined in this study. The environmental factors are further divided into external and internal factors.
The external factors are staff communication, participation in decision making as it affects the productivity of workers. The internal factors include cleanliness, and lighting.

1.3     OBJECTIVE OF STUDY
The study on “impact of work environment on worker’s productivity seeks to evaluate, examine descriptively and empirically the extent to which the work environment could affect the productivity of workers.
1. To identify vital adequacies of such element and to provide solutions.
2. To examine in details the existing environmental factors, with a view of identifying the area of difficulties

1.4 RESEARCH QUESTIONS

The following questions have been prepared for the study

1. Does work environment affect workers productivity?

2. What are the adequacies of work environment that can enhance workers productivity?

3. What are the environmental factors that affects workers productivity?

4. What are the possible solution to factors that affects workers productivity?

1.5 Research hypothesis

H0: work environment does not  affect workers productivity.

H1: work environment  affect workers productivity.
1.6     RESEARCH METHODOLOGY
Research methodology refers to different ways or method, design and system that a researcher uses in administering and collection of data in research work. The survey design method readily comes to mind. We shall therefore employ both the descriptive and the investigative approach. The information and data collection process will be carried out using interview method.

1.7     HISTORIC BACKGROUND OF UNITED BANK FOR AFRICA.
The history of united bank for Africa can be traced back to when British and French bank national De Paris, London began operation in Nigeria in 1949 at 117 broad street, Lagos, which today house a part of the lings way store complex. The bank accepted a floor of building at the junction of Davis and Broad Street. In 1960 the bank was establish in accordance with the policy and intension of French owners of the bank sell some of their stores. On February, 23rd 1961, the UBA plc was incorporated to take over the asset and liabilities of the British and French bank. The official opening of the bank for business under its name was on 3 October, 1961 with its registered office at 127-129 broad streets, Lagos. With the establishment the United Bank For Africa plc became the first bank using the international banks operating in Nigeria at that time to be registered under the Nigeria law. Today’s united bank for Africa is the product of Nigeria’s third and fifth largest bank namely the old united bank for Africa and the former standard trust bank plc and a subsequent acquisition of east while continental trust bank limited (CTB) the official opening of the bank for business under its name was on October 1961 with its registered office at 127 -129 broad street Lagos with the establishment of united bank for Africa it became the first bank in Nigeria using the international banks operating standard at that time to be registered under the Nigerian law. UBA has the highest distribution network with over 6.5 million customers in personal commercial and cooperate market segments. United bank for Africa has consistently positioned itself as world class financial institution that has made history in the banking industry. Its initial paid-up capital was N15, 000,000 divided among other (5) foreign banks. The banks are as follows:
(i)      British and French bank limited, London.
(ii)     Ment die Rasti stera of Italy.
(iii)    Bank National of Italy.
(iv)    Bank National Trust Company USA.
(V)    Amsterdam Rottendam Bank of Holland.

Its initial share capital was N70, 000,000 divided among the federal government of Nigeria, public and foreign share holders
(i)      Nigerian Government -42.75% of share.
(ii)     Nigerian Public -14.25% of share.
(iii)    Foreign shareholders 40% of shares.
THE VISSION AND MISSION OF UBA:
THE VISION
To be the undisputed leading and dominant financial service institution in Africa 
THE MISION. 
(I) To make a medium size bank with a strong financial base providing equal opportunity, personalized and efficient banking service to trade of customers.
(II)  To restructure and reposition the bank to become Nigeria number one bank in profitability and quality delivery attainable.

THE GOALS OF UBA.
i.   To diversify by establishing a finance company and insurance brokerage company.
ii  To diversify its earning base and achieve success of foreign exchange (forex) requirement.
iii To satisfy customers by making available to them all the necessary banking facilities.
iv  To give customers best services by employing world standards and focusing on enhanced shareholder value.
v To ensure that both human and material resources at their disposal are used effectively.